Lovely video content! Excuse me for chiming in, I would appreciate your initial thoughts. Have you thought about - Schallingora Information Investigation Scheme (probably on Google)? It is an awesome one off guide for learning what you need to say to get hired in a job interview minus the normal expense. Ive heard some extraordinary things about it and my close friend Aubrey at last got great results with it.
As a Recruiter, I agree. These options are all better than risking it and putting a number that is too low or two high to be seriously considered for the role.
Thanks for the informative video, however I have a question regarding your option #2. Recently, it seems that the Workday and Taleo systems force the applicant to include a number (no more text input on these applications that require comp input). I started using the 000 or 999 strategy when I heard it from someone else. However, I have noticed a decline in 1st round interview responses since doing this. Have you researched with any companies that implement these systems (or HR teams that use them), to see how they are being configured. For example, I assume the system is able to take a salary range when the HR team is adding new job listings and JDs to their recruiting platform. What % of these systems do you think outright reject any applicant that has a number out of the range? My concern is that by putting 999 or 000 into these forms, your application may be rejected before it even hits a set of human eyes. In which case, that would be a horrible strategy to deploy. Until I am able to confirm this, I have adopted a new strategy of simply putting whatever number I think would possibly be within their range for the role. I would not accept an offer at that price point, but at least I would get into the interview process to get to the stage of negotiating the compensation. I think that field is just a filter for the applications before they ever see a human. In which case, I would want to better understand how they are being used before deploying strategy #2. I would love to hear your thoughts.
What option would you choose? :)
Lovely video content! Excuse me for chiming in, I would appreciate your initial thoughts. Have you thought about - Schallingora Information Investigation Scheme (probably on Google)? It is an awesome one off guide for learning what you need to say to get hired in a job interview minus the normal expense. Ive heard some extraordinary things about it and my close friend Aubrey at last got great results with it.
Option 1!
As a Recruiter, I agree. These options are all better than risking it and putting a number that is too low or two high to be seriously considered for the role.
'Negotiable' is a good one to put. Thanks
I have never heard these answers to the dreaded Salary Question before. I will use those answers you gave next time.
Awesome, Pauline! Let me know how it goes! :)
@@CultivateYourCareer thank you so much.
It worked for me just now.
This is handy!! Thanks for sharing! 🌺🌺
I have never heard those answers to the dreaded salary question before. I will use them next time in the market for a new job.
This is such a tough question. I always used to put negotiable, but have worked for myself for years now.
Hehe hope you write a big number for yourself! ;)
Thanks for the informative video, however I have a question regarding your option #2. Recently, it seems that the Workday and Taleo systems force the applicant to include a number (no more text input on these applications that require comp input). I started using the 000 or 999 strategy when I heard it from someone else. However, I have noticed a decline in 1st round interview responses since doing this. Have you researched with any companies that implement these systems (or HR teams that use them), to see how they are being configured. For example, I assume the system is able to take a salary range when the HR team is adding new job listings and JDs to their recruiting platform. What % of these systems do you think outright reject any applicant that has a number out of the range? My concern is that by putting 999 or 000 into these forms, your application may be rejected before it even hits a set of human eyes. In which case, that would be a horrible strategy to deploy. Until I am able to confirm this, I have adopted a new strategy of simply putting whatever number I think would possibly be within their range for the role. I would not accept an offer at that price point, but at least I would get into the interview process to get to the stage of negotiating the compensation. I think that field is just a filter for the applications before they ever see a human. In which case, I would want to better understand how they are being used before deploying strategy #2. I would love to hear your thoughts.
I remember when I used to sell windows. The trained us that when you get to the end, whoever talks first loses...ha!
LOL so random in window sales! Tricky tricky!
CultiVitae yeah. Our whole business was smoke and mirrors lol
I’ll comment if I get the job or not
I have faced this problem before!! I would put a low number or negotiable. Great ideas!
Yes! That's my go-to as well!
I think I would put down the lowest number like 0000
Oh! Quadruple zero! Serious!! :)
Ooo this is a tough one! It's harder when they ask in person 😝
Hehe yes, it helps to practice aloud a zillion times so you feel natural by the time that times comes! =)
Wow what great tips! I like #1
Glad you found it helpful!
What would say about leaving the input blank? If allowed.
Very helpful!
Thank you! :)
DOE is my choice.
What does DOE stand for?